Management is the administration of a business, non-profit organization, or government agency. People management has been formulated over the years and includes staff motivation as part of the science. Therefore, motivation is a process aimed at persuading a person (especially an employee) to do something in a particular way. The most popular methods are tangible and intangible, tangible motivation is through money and intangible motivation is in other ways, which were demonstrated in the book The Engaging Manager: The Joy of Management and Being Managed (2012), written by Furnham. The main reason for using motivation principles is to save a company's financial resources by using social recognition. It means that the manager will save the organization money by encouraging employees to do their jobs in other ways, such as public recognition in front of other colleagues. There are fundamental principles of staff motivation formulated by personnel management and outlined in the book: motivation through results and recognition, which can help improve efficiency. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an original essaySome employers think that increasing wages is only one possible way to stimulate an employee to do his job. Instead of this approach, Maslow's Hierarchy of Needs will help managers understand what the employee really needs, which is very useful in management. Taormina (2013) further developed Maslow's theory and found that “the more each lower level need was satisfied, the more the next higher level need was satisfied.” Self-actualization is at the highest level and influences employees to achieve goals. In management, this type of phenomenon is called achievement-based motivation and gives personal fear of failure. Employees must be stimulated and inspired by the manager to develop creativity and experience satisfaction from their work. Furthermore, the person who feels good at work will not look for another job even if the salary is insufficient. Achievement motivation works as a support for personal goals to manifest, said Ratcliffe (2013) in The Guardian magazine. Furnham (2012) takes the same view. He writes that job enrichment is defined as an attempt by management “to design tasks in such a way as to create opportunities for personal fulfillment, recognition, challenge, and individual growth.” Some possible methods to improve achievement motivation are developing competition among employees, creating a website with the list of the best employees, designing a book of complaints and suggestions, or even assigning free parking to the exceptional ones. When the employee relates the company's results to their own results, it will lead to success for both. Managers are respected by every employee. However, the company should allow employee recognition, otherwise people will feel useless. The best way to do this is to create special criteria for receiving rewards. Staff should take part in a discussion about the criteria, also the administration can allow them to share some problems and solve them together. As Bersin (2013) states in his article, the administrator must be a good listener, because “sometimes your employees just need someone to talk to”. This partnership model impacts employees, creates a sense of usefulness and inspires them to work hard. Some other methods are: Naming.